Equity

Athletics is committed to eliminating discrimination and encouraging diversity within our sport.  Our aim is that our workforce will be truly representative of all sections of society and each person feels respected and able to give of their best.

To that end the purpose of this policy is to provide equality and fairness for all in our employment and not to discriminate on grounds of gender, marital status, race, ethnic origin, colour, nationality, disability, sexual orientation, religion,  age, pregnancy, class or social background and political belief. We oppose all forms of unlawful and unfair discrimination.

All employees, athletes, coaches, officials and volunteers will be treated fairly and with respect. Selection for employment, promotion, training, competition or any other benefit will be on the basis of aptitude and ability. All employees athletes, coaches, officials and volunteers will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of athletics.

For our policy to be successful, it is essential that everyone is committed to, and involved in its delivery. Our goal is to work towards a just society, free from discrimination, harassment and prejudice. We aim to embed this in all our policies, procedures, day-to-day practices and all relationships.

Our commitment:

·         To create an environment in which individual differences and the contributions of all our staff are recognised and valued.

·         Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.

·         Training, development and progression opportunities are available to all staff.

·         We will review all our employment practices and procedures to ensure fairness.

Equality and Diversity at Work

In order to ensure that equality underpins all aspects of our employment policies, procedures and practices, we aim to:

·         Ensure that our employment, training and development policies, procedures and practices comply with this policy and do not discriminate intentionally or unintentionally against any group or individual;

·         We intend to become an employer of choice by promoting and developing policies that support a work-life balance, equal pay and ensuring that we maximise employment opportunities for all.

·         Monitor our employment processes by age, disability, gender, sexual orientation, religion and race  and take action to address any inequalities that are apparent;

·         Recruit employees in a manner which is fair and open;

·         Ensure employees are aware of their personal responsibility to apply this policy;

·         Eliminate discrimination in the provision of training and development to ensure that all employees can realise their full potential and contribute to the company

·         Ensure that all Line Managers undertake relevant training in equal opportunity issues to raise their awareness, understanding and importance of equal opportunities in the work place and in service delivery;

·         Promote a culture of fairness and respect in all employment policies, procedures and practices;

·         Provide appropriate training and development opportunities to all employees;

·         Take positive action to encourage under-represented groups to apply for posts or specific training;

·         Ensure pay structures reward all employees fairly;

·         Recognise that employees have the right to work in a supportive, safe and environment free from harassment

·         Ensure that we have in place procedures for equal pay 

·         Make reasonable access adjustments, wherever possible, to enable the employment and redeployment of staff with disabilities;

 Responsibilities

Athletics recognises that across its five organisations all staff, athletes, coaches, officials and volunteers have a part to play in challenging discrimination and in implementing this policy.

Employee Responsibilities

Managerial Responsibilities

The responsibility for ensuring the effective implementation and operation of the arrangements will rest with the relevant Chief Executive or nominated senior officer. Senior Management shall ensure that they and their staff operate within the policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each nominated officer will ensure that:

·         Demonstrate commitment to the Policy by incorporating it into departmental plans/objectives;

·         Be responsible for the implementation and monitoring of the Policy within departmental plans/objectives;

·         Ensure that policies and strategies are communicated to all employees and allow for discussion and feedback i.e. personal development plans, performance;

·         Ensure that all employees understand their responsibilities i.e. any form of discrimination will not be tolerated and will be treated as a serious offence which may lead to disciplinary action;

·         Effectively manage and deal promptly and thoroughly with any complaints of discrimination including harassment, victimisation and bullying;

·         Deal promptly with complaints of inequality and ensure the matter is investigated thoroughly and any other steps taken; Consider their actions and ensure that there is no scope for inequitable practices.  They must ensure fairness and equality of treatment in all employment practices e.g. to assess the performance and potential of any individual on merit.

Individual Responsibility 

Whilst the responsibility for ensuring that there is no unlawful discrimination rests with management, the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:

·         Ensure that they understand the Policy and are clear about its implications i.e. that any breach of the policy will be treated seriously and may lead to disciplinary action not excluding the sanction of dismissal;

·         Ensure that they do not discriminate in any matter of employment or service provision/delivery by treating all individuals or groups fairly and respectfully;

·         Not discriminate against, harass, abuse, intimidate or victimise other employees or service users;

·         Not induce or attempt to induce other employees to discriminate against, harass, intimidate or victimise other employees or service users;

·         Take appropriate action if there are apparent breaches of the Policy.  Informing their Line Manager, nominated equity contact or Human Resources (HR) Department in the first instance

Monitoring

Athletics deems it appropriate to state its intention not to discriminate and undertakes that this will be translated into practice consistently across Athletics as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.

The system will involve the routine collection and analysis of information on employees by gender, marital status, ethnic origin, qualifications, position, salary   and length of service in current position / salary. Information regarding the number of staff with disabilities will be maintained.

The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.   

The Equality Policy will be reviewed on an annual policy in line with all Human Resources policies.

As part of the sports overall business plan, the Valuing Diversity Action plan, (providing the delivery of the equalities policy) will be reviewed on a six monthly basis.

Grievance/Discipline

Please see separate policy documents.

Legislative Guidance

This policy has been developed within the framework of existing equal opportunities legislation. This commitment to continual evaluation will ensure that all new or anticipated legislation will be reviewed and incorporated within the policy as appropriate.   The policy will be formally reviewed every three years unless legislation or other proposed changes have amended it in the meantime.

·         Equal Pay Act 1970

·         Rehabilitation of Offenders Act 1974

·         Sex Discrimination Act 1975

·         Race Relations Act 1976

·         Employment Protection (Consolidation) Act 1978

·         Disability Discrimination Act 1995 (Amendments 2004)

·         Employment Rights Act 1996

·         Human Rights Act 1998

·         Children Act 1998

·         Race Relations (Amendment) Act 2000

·         Employment Act 2002

·         Race Relations Act 1976 (Amendment) Regulations 2003

·         Religion or Belief Regulations 2003

·         Sexual Orientation Regulations 2003

·         The Protection from Harassment Act 1997

·         Gender Recognition Act 2004

·         Civil Partnership Act 2004

·         Age Discrimination Regulations 2006)

·         Northern Ireland Act 1998

·         Scotland Act 1998

Athletics will seek legal advice each time the policy is reviewed to ensure it continues to comply with legislation requirements.